National Senior Human Resources Business Partner

Thorens Inc.•Brossard, QC

86d•Hybrid

About The Position

The Senior Human Resources Business Partner (HRBP) acts as a strategic human resources consultant to align corporate objectives with the needs of employees and management in the business divisions in North America.

Requirements

Bachelor's degree in business administration or a relevant field.
Minimum of 10 to 15 years of applied experience in an HR Business Partner role, demonstrating skills in solving complex organizational problems and labour relations.
Ability to express oneself in French and English
Knowledge of the Quebec Labour Standards and of other Canadian provinces (mainly Ontario and British Columbia). Knowledge of U.S. labor laws an asset.
Experience in labour relations in the Canadian construction industry.
Strong analytical skills with a proven ability to translate business plans and needs into targeted HR initiatives to achieve results.
Knowledge of several HR disciplines including diagnosis and organizational intervention, labour relations, succession planning and employee development, performance management, total rewards, etc.
Ability to diagnose, identify and implement appropriate solutions.
Experience and competence in conflict management, at several levels, as well as in internal problems related to the execution of business strategies.
Recognized consulting skills.

Nice To Haves

Knowledge of U.S. labor laws

Responsibilities

Provides expertise in labour relations and acts as a resource person for all issues related to the unionized workforce, including casual workers. Works in tandem with site managers to resolve conflicts and grievances consistently, transparently, and fairly.
Responsible for the interpretation and execution of contracts and related procedures (for example, articles of collective agreements and grievance procedures). Works with front-line managers to resolve the issues underlying grievances at the source.
Demonstrates a comprehensive understanding of the company's operations and related challenges (such as talent retention, competitive total rewards practices, employee engagement, etc.).
Acts as a coach and equips the supervisory team in the management of its teams. Creates strong relationships with front-line managers and the executive team by demonstrating a high level of credibility.
Reviews and recommends compensation strategies to attract and retain employees, while ensuring internal equity and consistency in the company's compensation practices.
Acts as a champion of organizational change and brings a positive influence in organizational culture change initiatives.
Provides recommendations and supports workforce management and the execution of strategic succession planning according to the needs of the company and its objectives. Identifies short-, medium- and long-term resource issues, as well as the plan to address them.
Builds strong partnerships with front-line managers, employees, and the leadership team to support improved team relationships, cross-departmental efficiency, and helps maintain employee morale and satisfaction, thereby increasing productivity and retention.
Responsible for monitoring and ensuring compliance with the various applicable provincial laws.
Responsible with local managers for identifying and supporting development plans for high-potential or promotion-ready employees, including coordinating talent assignments/rotations in different functions and/or regions.
Collaborates with HR colleagues in North America to identify opportunities for improvements to the HR function and service to internal customers in the region. Plans, presents and implements HR projects for the region.
Can be assigned to support the operations of other divisions or groups, depending on the needs of the business.